Tuesday, March 8, 2011
Olimelt 10 Side Effects
An usher take your child with severe malnutrition in Somalia in 1992. / MIGUEL GENER This is the International Women's Day, a day that is loaded with the memory of so many women who made her life mission to get the just gender. Those who rebelled against a moral hypocrite who considered them witches and criminals to have their own thinking. Those who took to the streets demanding voting as a right we matched men that neither they nor the laws we had wanted to concede. Those who left home security to join a more powerful and universal mission. The life that endured, and support policy-making fun of men, as always more than themselves. Those in the ominous silence of a dictatorship
convey to her daughters learned the ideals they fought and were crushed and trampled. The that despite the injustices prevailing in their societies
, still struggling in the underground and the courage intact, the way of justice that have been imposed. DISCUSSION:
Why
woman or because it is good? The proposal to set quotas by gender in management has raised concerns about the weight of the merits - Experts warn of female talent wasted Almost 60% of graduates in the EU are women. However, only 12% occupy positions of responsibility in large companies. The woman is, comes to the company and not progressing. No amounts. The prejudices that still dominate the business world, the difficulty in balancing career and personal life and family reconciliation policies do not help in its infancy. And that imbalance, as well as being an attack equality means society is wasting much of his talent. Something that if not remedied, experts say, will continue to occur. There are qualified women, just look. Europe discusses how to achieve greater presence of women in leadership positions in the private sector. Training and awareness "or contributions? The situation varies from country to country. In Sweden and Finland over 25% of managing directors of large companies are women, in Luxembourg, Portugal and Malta are less than 5%. The picture is so bleak a few days ago the EU issued an ultimatum to the big companies. If you do not incorporate more women into management positions corrective measures instituted. The European Commission gives a year's time. The measure is controversial. Supporters say that without it never reach equilibrium in the business world. His opponents, however, argue that it is an unfair system that will cause a new discrimination, that in the coming years, no man, no matter its merits, amount. France has already taken sides. Require large firms-those with more than 500 employees, a female quota of at least 40% in boards, with six years to adjust. Belgium is considering a similar measure a few days ago the Italian Senate approved a bill that, if it passes the final stage next week, require that boards of directors of publicly traded companies with at least 20% women in 2012 and 30% in 2015. 5% currently. In Spain, the Equality Act effectively sets a target of parity in 2015. But it is only a recommendation. The companies "to bring under its board a number of women that would achieve a balanced," he says. But although progress has been made, much remains to be done: women hold 10% of management positions of companies in the Ibex 35 and in 2004 represented only 3%. figures who do not like the Government, however, considers the evolution "Positive." Carmen Navarro, CEO of Equality, says he does not rule out fees apply if, after the deadline set by law, the results do not improve. A formula that considers a last resort: "We must act, but it is better to work first with the support, training of women and persuasion of the companies that the imposition of a fee. The first equality is promoted and, if not acted upon , is imposed. " The quota system does not like the Circle of Entrepreneurs, who find it "unnecessary." "Women are naturally adding to positions," said Fernando Eguidazu, his vice president. Gives the example the board of his organization, which for 10 years there was a single woman and now there are six (18 members). Eguidazu argues that the proper way can harm humans. "The incorporation of women into management is good and desabled, not only for ethical reasons, also because they are 50% of talent. Delete it is irrational. In the past there has been bias, but are being overcome and increasingly hire the most competent, something that quotas do not say, "he says. "The fees also marked. They can hurt women themselves. Now go do that on merit, with the quota is not clear," he remarks.
The Greek MEP Rodi Kratsa-Tsagaropoulou (EPP) shares up some extent the vision of the Circle of Entrepreneurs. "This system can lead to the stigmatization of women who think that it has reached the top of the fee, and not for their worth," he says. However, although not in favor of the corrective mechanism, sees it as somewhat effective to achieve a necessary end. However, it is not a question of merits. The fee is not looking for a woman instead of a highly educated man, for a post just to be. It's about finding the most prepared. For the better. And to force companies to seek them out. On Tuesday, the European Parliament adopted a report urging member countries to establish effective measures, "charges" to increase the female presence in managerial positions (not just the boards). Its application, they say, "has positive effects." The Parliament gives an example of Norway, a country which in 2003 imposed by law, but gradually-parity in the boards of their companies. The result has been exceptional. Women managers has gone from 22% in 2004 to 42% in 2009. The law, strongly questioned, it is effective. "If we do nothing, it will take 50 years to achieve equality," says the vice president of the European Commission, Viviane Reding, which offers companies to cover the retirement of men with women managers. in Norway the share has managed to break the glass ceiling. An invisible barrier that must go. But what form this barrier? Vice President Business Circle believes that the reason for the low presence of women in leadership positions is not a problem of discrimination but of critical mass. "The average age of a CEO is 45 years. Now there are not enough women who reach that age with a solid career behind," he argues. general director of Equality disagree. Ensure that women suffer more discrimination in the workplace. "Motherhood puts it in worse conditions in certain parts and that hurts in the promotion of career, "says ELPAIS.COM, MARY R. SAHUQUILLO
12/03/2011 
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